Employment and Reasonable Accommodations

Understanding employment and reasonable
accommodations Hello I’m Mary, I work for Protection and
Advocacy for People with Disabilities. I want to share information with you about about reasonable accommodations in the workplace. and how you can request them. This information is very general, if you
have specific questions about your work environment, we will provide information
about organizations that may be able to answer them after the video. Title one of
the Americans with Disabilities Act (ADA) applies to employers with 15 or more
employees. Title one does two things. It prohibits
discrimination against the qualified individual with a disability and
requires employers to provide reasonable accommodations for a person with a
disability. Person with a disability means that
someone has a physical or mental impairment that limits one or more life
activities. Qualified individual means person has the skills, education, and other
requirements for the job. It also means you can do the job with any reasonable
accommodations you need. A reasonable accommodation is any accommodation
that allows a person with a disability to do the same work that a person
without a disability can do. Some examples include using a videophone to make phone calls. Equipment that
enables a person with vision loss to read documents, or use of a sign
language interpreter during a job interview. When an employee with a disability
requests an accommodation that request is analyzed to see if it is indeed
reasonable and doesn’t cause an undue burden to the employer.
The accommodations can be requested both for the hiring process and for the job
itself. How to request an accommodation. We
suggest any accommodations requests be made in writing. Ask an employer if they
have a policy for requesting accommodations, if they do you should
follow the policy. If not, this simple letter should be enough to start the
process. This letter should include a number of things. Number one, identify yourself as a person
with a disability. Number two, let your employer know you are
requesting accommodations under the ADA Number three, identify your specific
problematic job tasks. Number four, identify your accommodations ideas.
Number five, ask for your employer’s accommodations
ideas too. Number six, refer to medical documentation you have attached to your
letter. Number seven, request your employer respond in a reasonable time. Remember to date your letter and keep a
copy for yourself give the other copy to your supervisor or someone in the human
resources department. Keep in mind that employers are not required to provide
accommodations that will cause an undue burden. That generally means an
accommodation will be difficult to provide or expensive. Each request should be analyzed
individually based on the job itself. The resources of the employer and the needs
of the employee. Also if an accommodation is an undue burden the employer has the
responsibility to try and find an accommodation that is not an undue
burden and a better fit for both the employee and the employer. Where you can
find more information. I will explain how each can help.
JAN Job Accommodations Network. JAN has many resources to help both the
employer and the employee and the accommodations process. For example they
have many accommodation suggestions divided by disability type. Also examples of
accommodations request letters. You can find their website at askjan.org NAD National Association of the
Deaf. NAD has many publications and resources related to the ADA and
effective communication for the deaf. You can find their website at nad.org EEOC Equal Employment Opportunity
Commission. The EEOC helps with employment discrimination.
It could be disability related, gender related, race related, or other categories
too. The EEOC also have the option of doing an intake phone call or asking
general questions through videophone. That number is 844-234-5122. You can also can find the website EEOC.gov If you have general questions or feel
you have requested an accommodation that has been denied, you can contact us.
There are three different ways you can contact us. You can call 1-866-275-7273 If you need to use the TTY you can that number is 1-866- 232-4525 The last option you can use email. Email
[email protected] P&A provides full communication access and staff are trained on how to communicate with the deaf. Also, P&A services are free.

Paul Whisler

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